As the new post-pandemic normal settles in and people adapt to a context of uncertainty, constant adversities, and pessimism, we are moving away from a moment in which consumers expected brands to rise up to society's challenges and into one when they’re demanding genuine allyship from businesses.

The conventional roster of life milestones is under review. Having kids in your 30s is no longer a given, if kids are part of the plan at all. Career progression is non-linear. Older Adults are finding new forms of independence. And Gen Z are embracing a more fluid definition of home.

Older Adults are working past retirement age but require a specific set of needs. What does this mean for employers, whose diversity and inclusivity efforts encompass gender, ethnicity, class, and disability, but have little track record of recruiting or retaining older talent?

The UK’s Acting Your Age Campaign has penned an open letter demanding better on-screen representation of women over 45 to combat ageist attitudes in the entertainment industry. The initiative arrives as some brands take active steps to ensure they represent all age groups accurately.

In the 2022 Generational Snapshot of Older Adults, we explore how the COVID-19 pandemic has impacted their approach to family life, the effects of the cost of living crisis on their everyday spending habits, and what they now want from end-of-life care.

Often pushed into retirement or redundancy by ageist attitudes and business practices, older workers want to stay in the workforce but may struggle to. Career service Rest Less hopes to make a difference by connecting companies with the over-50s workforce, who bring experience and expertise.